Comprehensive Analysis and Strategic Planning of Engineer Compensation Management in Automobile Companies

Name: Pei Zexi

keyword: Engineer Compensation

Classification :.DDC: Th 658.32 Pe379C 2024

; Compensation Management

; Human Resource Management

; Dhonburi Rajabhat University

Abstract: The research objectives were as follows: To analyze the current compensation management system of engineer at automobile companies and identity problems within the system; 2) To develop a strategic compensation management plan for engineer at automobile companies. A mixed-methods approach was employed to investigate compensation management practices. Quantitative data were collected through questionnaires, yielding 200 responses from engineers. Qualitative data were obtained from 16 key informants, including one HR manager, five department heads or team leaders, and ten long-term engineers from various departments. The qualitative data were analyzed using thematic analysis to identify recurring themes, patterns, and significant points related to compensation management. Quantitative data were summarized using descriptive statistics to present demographic information and insights regarding the compensation management system. The findings of this research contributed to the comprehensive development of a strategic compensation management plan specifically designed for automobile companies. The research findings revealed that: 1) automobile companies generally did not adopt a strategic. approach to compensation management. Their compensation systems were often decoupled or misaligned with broader business strategies. Notably, the salary structure for senior engineers was deemed unreasonable, and no dedicated salary committee existed to oversee executive compensation. Furthermore, the lack of a scientific job evaluation system exacerbated these problems. Consequently, the nominal income of senior engineers was not competitive, creating an imbalance between the value produced by senior managers, the risks they undertook, and their compensation. This situation impeded the accurate reflection of senior managers' value and resulted in dissatisfaction with their legal income; 2) The study recommended a strategic compensation management plan for engineers in automobile companies. Such a plan should focus on optimizing the compensation structure to ensure both internal equity and external competitiveness. Moreover, companies should not solely prioritize financial compensation but also consider the overall career development of their employees. Fostering favorable conditions for employee growth is crucial for nurturing mutual development between employees and the organization.

มหาวิทยาลัยราชภัฏธนบุรี. สำนักวิทยบริการและเทคโนโลยีสารสนเทศ

Address: กรุงเทพมหานคร

Email: arc.dru@dru.ac.th

Name: Jirapong Ruanggoon

Role: Advisor

Created: 2024

Modified: 2026-02-17

Issued: 2026-02-17

วิทยานิพนธ์/Thesis

application/pdf

Dhonburi Rajabhat University

eng

DegreeName: Master of Business Administration

Level: Master's Degree

Descipline: Master of Business Administration

Grantor: Dhonburi Rajabhat university

©copyrights Dhonburi Rajabhat university

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